When the candidates come over to the organization for an interview, they would always want to get selected for the job profile.

There are a few things that show if the candidate is capable of the job profile.

There are many ways by which a candidate can make their resume impressive, but this is not the only thing that works.

An employer can find out the important and required things in a good resume by looking out for the following points: – – Every resume attains the capabilities of an individual, and this is something that would help them to fetch the job vacancy.

If you are an employer who is looking forward to hiring new people to be a part of the company, then you can go through the above points to make sure you hire the best talent.

@VivekMasters:Things to Look for In a Good Resumehttps://t.co/PwBuNV5HXs#HR #leadership #tech #IoT #HRTech #BigData… https://t.co/d7frvjnQJi

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]Things to Look for In a Good Resume – HumanTelligence[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”How-to-design-an-effective-interview-process”][vc_column width=”1/2″][vc_separator][vc_column_text]

For example, if interviewer A always interviews on company values/cultural fit, interviewer B always interviews on technical ability to perform on the job, and interviewer C always interviews on the candidates ability to teach a dog to ride a skateboard, for example, the data will always be comparable.

Not only are you wasting valuable interview time by getting the same answer that the previous interviewer just got, but youre giving the candidate a crummy experience.

Reviewing the scorecard prior to meeting with a candidate can allow the interviewer to stay on track and focus on obtaining the information that will help the team to make an informed decision on the candidate.

Option 1:Interviewer A reviewed the scorecard prior to meeting with the candidate and knows whats the most import information to collect.

Option 2: Interviewer A reviewed the scorecard prior to meeting with the candidate and knows whats the most import information to collect.

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A Russian startup is using Robot Vera, artificial intelligence software designed for recruiting, to help its 300-odd clientsincluding PepsiCo, Ikea, and LOralfill vacant jobs.

The software can interview hundreds of applicants simultaneously via video or voice calls, narrowing the field to the most suitable 10 percent of candidates.

InnovatorsVladimir Sveshnikov (28) and Alexander Uraksin (30), co-founders of Stafory, a 50-person startup in St. Petersburg – Origin – – The co-founders, with a background in human resources, two years ago found themselves making hundreds of calls to candidates whod lost interest in the given job or couldnt be located….

Sveshnikov and Uraksin are working to teach the bot to recognize anger, pleasure, and disappointment, but even if it can gauge emotions, Vera shouldnt be viewed as a substitute for traditional HR departments, says Mikhail Chernomordikov, a Microsoft Corp. strategist in Dubai.

I think it could be: were talking recruiting metrics, social media algorithms, Candidate Discovery from Google, questions to ask when recruiting the recruiter, an amazing interactive infographic on income mobility and 101+ recruiting hacks e-book from our buddies at Lever.

A Russian startup is using Robot Vera, artificial intelligence software designed for recruiting, to help its 300-odd clientsincluding PepsiCo, Ikea, and LOralfill vacant jobs.

The software can interview hundreds of applicants simultaneously via video or voice calls, narrowing the field to the most suitable 10 percent of candidates.

InnovatorsVladimir Sveshnikov (28) and Alexander Uraksin (30), co-founders of Stafory, a 50-person startup in St. Petersburg – Origin – – The co-founders, with a background in human resources, two years ago found themselves making hundreds of calls to candidates whod lost interest in the given job or couldnt be located….

Sveshnikov and Uraksin are working to teach the bot to recognize anger, pleasure, and disappointment, but even if it can gauge emotions, Vera shouldnt be viewed as a substitute for traditional HR departments, says Mikhail Chernomordikov, a Microsoft Corp. strategist in Dubai.

By: Alexa Lemzy – – With 45 percent of candidates taking advantage of a mobile device to apply for a job, its no wonder businesses are upping their mobile game when it comes to recruitment.

By taking advantage of mobiles numerous advantages, recruiters can both enhance the candidate experience with their company and make the hiring process more convenient for themselves.

Understanding Mobile and the Challenge of Improving the Candidate Experience – If 60 percent of applicants abandon the application process because it was too long, imagine how much higher this statistic is on mobile.

Live help available on mobile helps candidates navigate the application process successfully at the time thats most convenient to them, allowing them to apply for jobs on the go.

And yet… – With all the benefits that mobile recruiting can bring to both candidates and recruiters, it is surprising to know that only eight percent of companies use mobile for recruiting purposes.

A Russian startup is using Robot Vera, artificial intelligence software designed for recruiting, to help its 300-odd clientsincluding PepsiCo, Ikea, and LOralfill vacant jobs.

The software can interview hundreds of applicants simultaneously via video or voice calls, narrowing the field to the most suitable 10 percent of candidates.

InnovatorsVladimir Sveshnikov (28) and Alexander Uraksin (30), co-founders of Stafory, a 50-person startup in St. Petersburg – Origin – – The co-founders, with a background in human resources, two years ago found themselves making hundreds of calls to candidates whod lost interest in the given job or couldnt be located….

Sveshnikov and Uraksin are working to teach the bot to recognize anger, pleasure, and disappointment, but even if it can gauge emotions, Vera shouldnt be viewed as a substitute for traditional HR departments, says Mikhail Chernomordikov, a Microsoft Corp. strategist in Dubai.

Today, as Instagram talks about 60-second video options for brands, its a much easier leap from fun little photo app on my phone, to real life employer branding tool.

Video editing apps (built for your phone, as is Instagram) can help you take your videos from something only your mother would love, to great job ads.

Ayelet Golzsays, The biggest mistake businesses or brands make is posting visuals on their Instagram profile that they have not created.

Speaking of themarketing department, if youre concerned about the amount of content you have for employer branding all on its own (and many small companies may be), piggyback on your marketing departments Instagram game, if theyll let you.

Pick one day a week (or on the weekend, since many job seekers may be paying attention then and engagementincreases by 9%) and build out weekly posts and videos.

[/vc_column_text][vc_column_text el_class=”topfeed-embedly”]How You Can Use Instagram for Recruiting[/vc_column_text][/vc_column][/vc_row][vc_row el_id=”Jobs-at-CQC”][vc_column width=”1/2″][vc_separator][vc_column_text]

Great opportunities available for analysts in the Intelligence Unit at the Care Quality Commission (CQC) – – CQC is committed to using an intelligence driven approach in how it regulates Health and Adult Social Care providers.

Our analysts provide important insight into quality and risk in health and care by providing evidence for CQCs regulatory decisions and publications through data analysis, interpretation and presentation.

Our work continuously evolves to enable us to remain relevant in a changing health and care landscape – – We are developing exciting plans to use more advanced analytics and data science approaches to better predict the risk of poor care.

In addition, we have ambitions to incorporate new data sources into the work we do in order to better understand the quality of care received by people who use the services we regulate.

Excellent Microsoft Excel skills are essential to this role; knowledge of Business Intelligence tools would also be advantageous.

A Russian startup is using Robot Vera, artificial intelligence software designed for recruiting, to help its 300-odd clientsincluding PepsiCo, Ikea, and LOralfill vacant jobs.

The software can interview hundreds of applicants simultaneously via video or voice calls, narrowing the field to the most suitable 10 percent of candidates.

InnovatorsVladimir Sveshnikov (28) and Alexander Uraksin (30), co-founders of Stafory, a 50-person startup in St. Petersburg – Origin – – The co-founders, with a background in human resources, two years ago found themselves making hundreds of calls to candidates whod lost interest in the given job or couldnt be located….

Sveshnikov and Uraksin are working to teach the bot to recognize anger, pleasure, and disappointment, but even if it can gauge emotions, Vera shouldnt be viewed as a substitute for traditional HR departments, says Mikhail Chernomordikov, a Microsoft Corp. strategist in Dubai.

A few weeks ago, I was facilitating the Society for Human Resource Management (SHRM) seminar on Talent Acquisition: Creating Your Organizations Strategy and we got into a discussion about candidate preparation for interviews.

There could always be subtle nuances to the job because of the industry or company culture.

I dont know that organizations are as focused on the plan itself, but they are focused on candidates who have a career plan.

If the recruiter answers all of your questions about the job and company, have a couple ready that they cant possibly have answered like Whats your favorite thing about working for the company?

Organizations want to know that candidates are going to be able to assimilate to the company culture and that theyre going to be happy at work.

If there are no proper relationships, then the work environment would not stay positive, which would eventually result in the drop of work quality.

One needs to make sure that there is an open communication about the professional work, which would make people comfortable with each other in the organization, resulting in a good relationship with each other.

Knowing what is happening around in the organization and understanding the employees helps in building up relationships with them.

Working for the entire time is not possible by any individual, and small perks helps in building relationships among people.

The company needs to know that opinions from every individual must be taken, for a proper working of an organization.

A Russian startup is using Robot Vera, artificial intelligence software designed for recruiting, to help its 300-odd clientsincluding PepsiCo, Ikea, and LOralfill vacant jobs.

The software can interview hundreds of applicants simultaneously via video or voice calls, narrowing the field to the most suitable 10 percent of candidates.

InnovatorsVladimir Sveshnikov (28) and Alexander Uraksin (30), co-founders of Stafory, a 50-person startup in St. Petersburg – Origin – – The co-founders, with a background in human resources, two years ago found themselves making hundreds of calls to candidates whod lost interest in the given job or couldnt be located….

Sveshnikov and Uraksin are working to teach the bot to recognize anger, pleasure, and disappointment, but even if it can gauge emotions, Vera shouldnt be viewed as a substitute for traditional HR departments, says Mikhail Chernomordikov, a Microsoft Corp. strategist in Dubai.

By: Alexa Lemzy – – With 45 percent of candidates taking advantage of a mobile device to apply for a job, its no wonder businesses are upping their mobile game when it comes to recruitment.

By taking advantage of mobiles numerous advantages, recruiters can both enhance the candidate experience with their company and make the hiring process more convenient for themselves.

Understanding Mobile and the Challenge of Improving the Candidate Experience – If 60 percent of applicants abandon the application process because it was too long, imagine how much higher this statistic is on mobile.

Live help available on mobile helps candidates navigate the application process successfully at the time thats most convenient to them, allowing them to apply for jobs on the go.

And yet… – With all the benefits that mobile recruiting can bring to both candidates and recruiters, it is surprising to know that only eight percent of companies use mobile for recruiting purposes.

Free up your recruiters’ valuable time and boost candidate experience with software that automates and syncs participants’ back-and-forth when scheduling interviews.

Candidate interview scheduling is one of the most fundamental steps in an organization’s hiring process, and a tedious, chaotic manual system is a logistical nightmare for recruiters and leaves candidates with a terrible first impression.

Coordinating both candidates’ and the interview team’s busy, always-changing schedules is a universal pain point for recruiters, said Steve Tiufekchiev, chief evangelist at Chicago-based recruiting software company Yello.

Interview-scheduling software helps eliminate back-and-forth e-mails and time-intensive phone calls, allows the hiring team to view upcoming interview schedules in real time, and lets them spend more time sourcing and engaging with candidates, Tiufekchiev said.

The process is simple: Once a candidate is selected for the screening process, recruiters provide candidates with available time slots to schedule interviews by e-mail or SMS message.

Users of the data know that information included in a blockchain is reliable and immutable.

In this case believing that the records are reliable depends on how much trust is placed in the parties that control the blockchain.

In one case an error in the software led to the creation of 92 billion bitcoins which the network had to roll back, essentially making a lie of the claim that a blockchain record is immutable and trustworthy.

Another problem is that the European Unions upcoming General Data Protection Regulation, which goes into effect in May 2018, is forcing developers to find a way to delete data from blockchains.

Blockchain technology is incompatible with EU regulations as currently written.

Your talent strategy should take a more holistic and long-term perspective to take advantage of a deeper pool of candidates, Heikkinen says.

Assessments can help indicate how and why a second-place candidate might be good for your organization in another capacity, Heikkinen says, eliminating the need to start the search process all over when its time to hire again.

Enabling candidates to use digital tools on their end can help you create a searchable record that makes second-place finishers easier to recall when you have a new opening.

To build a deep talent pool, youll now have to keep those candidates interacting with your company even as they consider their other choices, Heikkinen says.

Building and sustaining these connections with candidates who almost (but not quite) made it will give you a talent community you can tap into when the need arises.

A 4 years postdoctoral Research Associate (PhD awarded or in the process of being awarded) position, fully funded by a Wellcome Trust joint investigator award to Francesco Colucci and Ashley Moffett, Department of Pathology, is available for a talented researcher to join our friendly Department and Colucci Team at the…

Our research in Cambridge has shown that uterine innate lymphocytes, including natural killer cells, facilitate uterine vascular adaptations to pregnancy, promoting formation of the placenta and fetal growth (reviewed in 1).

There is, however, evidence that these cytokines may be key for healthy pregnancy (3, 4) – – Based on our unpublished new research, the working hypothesis of this project is that specific members of the interleukin-1 (IL-1) family of cytokines act on innate lymphocytes and impact on pregnancy outcome.

We now have preliminary evidence from a prospective cohort, the Pregnancy Outcome Prediction study (5), that dysregulation of these cytokines is associated with pregnancy disorders.

This is an international (6) and dynamic team of talented graduate students and research associates engaged in active collaboration with several research groups within and beyond the University of Cambridge Centre for Trophoblast Research.

Alternatively, contact us to request a pack by email or post or call 01384 573381.

Full terms and conditions are outlined in each information pack download, alternatively, please call the team on 03000 111001 for more information, or to obtain an application pack in alternative formats.

We represent the top freelancers in game audio. Our experts are directors, sound designers, music composers, voice over coordinators, and audio programmers experienced in content, implementation, UE4, Unity, Wwise, FMOD, and much more. Need a contractor? We got you covered.

However, most candidates arent using this social network to specifically apply for a job at your company.

Interacting With Job Seekers On Social Media Improves the Candidate Experience – – One mistake many brands make is forgetting to be social on social media.

Dont forget that social media is all about relationship building and engagement, which is the backbone of recruiting and candidate experience.

Social Media Delivers The Most Benefits To Employer Branding – – We recently released our inaugural State Of Employer Branding report, which is comprised of responses from nearly 300 HR and recruiting leaders.

Many companies are aware of the benefits that social media can provide in their recruiting efforts, especially when it comes to branding.

Culling data to inform your recruitment strategy has many benefits like improving diversity initiatives, tapping into quality talent pools you didnt even know existed, hiring top talent before your competitors do and of course driving revenue and profits through the ceiling!

Predictive analytics can help recruiting teamszero in on top talent faster and give the insight needed to engage quality candidates and remove unqualified or unfit talent out of the system.

With competition being so fierce for quality talent, intelligent recruiting systems are a must to meet business objectives while saving on recruiting costs.

This will help you with the previous tactic of candidate scoring but will also help you tie this data to the performance of the employee once theyre hired.

For example, social channels may be driving in 500 applications a day, but if the conversion from candidate to employee is low, then spend can be decreased or reallocated to a higher performing channel.

Background check: Employers use background checks to verify the information a job applicant provides, as well as to check references, credit history, criminal records and more.

Benefits: In addition to salaries, employers compensate their employees with additional benefits, such as health insurance, paid vacation time, tuition assistance and stock options.

Employment contract: An employment contract is a legal document that lays out binding terms and conditions of employment between an employee and an employer.

Your resume is a document that includes your work experience (job titles, employers, duties administered, etc.) and education (school attended, field of study, etc.), along with special skills and professional accomplishments.

Talent network: Talent networks (sometimes called talent communities) are automated platforms that enable job seekers to upload their information (name, contact information, work history, etc.) into a company’s database to be notified of new job opportunities.

Once youve written a job advertisement that sounds like it was written by a human being and placed it in front of people doing the type of work you need, imagine what a likely candidate is to do when first seeing the ad.

Needing to create an account, fill out a long application, or take a test are all choke points where not only will you lose a lot of potential applicants, but you will never even know they came to your site in the first place interested in the job.

Seriously consider making it easy for potential employees to upload a resume and invite them to even if the type of job they want with your company is not listed.

Letting people apply with LinkedIn and logins from major job boards, will increase your applicant pool.

With outstanding Social Media Agency reviews on Google and exceptional client retention rates, the team at Social Hire really do know what works (and just as importantly, what doesnt work).

Many recruiting leaders are not aware that the magic bullet in recruiting is improving your speed of hire.

Hiring faster improves your quality of hire because you make a hiring decision before any top candidates drop out to take a competing offer.

Most recruiting leaders understand the need for speed but few are fully aware of the numerous available action steps that can dramatically speed up hiring decisions.

They include: – – The six best ways to reduce delays during the sourcing process include: – – Candidate assessment can contain the most delays of any recruiting step.

In my view as the leading advocate for speed of hire over several decades, its time to build a powerful competitive advantage in recruiting by dramatically reducing the time it takes to hire top talent by up to 50 percent.

I was kind of talking into the void, said Sarah, a 27-year-old marketing manager in Ohio of her first time using HireVue, an on-demand video interview platform for job seekers.

The recruiter she was working with told her it was just like an interview on Skype, so she followed the interview tips on the company’s website, making sure she was dressed appropriately and had a well-lit background.

Her recruiter never mentioned that the interview would be analyzed by advanced machine learning, her facial expressions and word choice evaluated by a series of algorithms.

You usually have a little time to do some small talk, but in the HireVue interview, I only had a practice question and then just went into it.

There’s not a lot of time to feel ready, she said of the interview that took place early last fall.

As we wait for legislative reforms aimed at tackling recidivism, America’s private businesses can help put a stop to this ruinous cycle by equipping offenders with jobs and work experience.

A study by the Center for Economic and Policy Research found that job barriers for ex-offenders put as many as 1.9 million people out of work in 2014, costing the economy an estimated $78 billion to $87 billion in annual GDP.

When the company instituted a program to hire ex-offenders, its turnover rate fell from 25% to 11% – – Another big hurdle facing former inmates is a lack of relevant skills and work experience.

Here, too, businesses can transform lives by providing work and vocational training in prisons.

Whether by making a commitment to hire ex-offenders or providing work and training to inmates, businesses have a critical role to play in providing opportunity to those who have run afoul of the criminal justice system and, ultimately, in reducing recidivism and enhancing public safety.

Recruiting a diverse group of candidates is essential to having a well-rounded organization where ideas, experiences and backgrounds help organizations and teams reach their productivity and sales goals.For example, research has found that every 1 percent increase in racial diversity correlates with a 9 percent increase in sales revenue.

If you want to engage and reach new talent pipelines and communities, you need to start by updating your existing candidate engagement materials including but not limited to job descriptions, employment videos, web pages, and other standard career fair materials.

Taking a moment to assess your marketing and candidate engagement materials helps you frame the point of view, set goals and evaluate current and new strategies.

Candidates participate in great conversations and network while discussing ways to reshape human resources while LinkedIn gets an opportunity to engage talent in a new and creative setting.

The key is to customize the experience to your specific audience with the goal of building a relationship with the candidate so they will think of you first when they begin actively looking for a new job opportunity.

As the landscape on medical marijuana use evolves and the opioid epidemic grows, employers are facing a number challenges in how to handle compliance and costs with these drugs.

For multi-state employers, setting up a policy can be tricky, as 30 states and Washington D.C. have legalized marijuana in some form, and eight of those states, as well as the district, have legalized the drug for recreational use.

Workplace marijuana policies are a brewing storm between federal and many state governments, and this could lead many employers to just remove marijuana from the list of unacceptable drugs to avoid losing young talent, Reidy said.

he asked, speaking at the Society for Human Resource Managements Law and Legislative Conference in Washington, – there are some advantages to drug testing, such as reduced health insurance costs and a minimized risk in workplace violence, there are some disadvantages employers should note.

One in five workplace injuries and near misses were caused by the misuse of prescription drugs, he said, and employers in the U.S. lose more than $12 billion each year due to opioid abuse by employees.

The SET is an education and sport charity which uses the power of sport to engage hard-to-reach groups and the wider community to help improve their academic and sporting attainment as well as improve their future options.

The SET works with over 50,000 people a year in the fields of education, health, inclusion and sport (particularly football of course).

The Chief Executive is responsible for all strategic and operational aspects of the organisation, taking the SET to the next level, helping more people and maintaining the quality and integrity of the organisation while expanding.

You will balance strategic thinking with operational detail and managing key relationships, alongside developing the staff team with the Chief Operating Officer to ensure that we deliver maximum depth and breadth of impact.